1. MGT6430 Organization Development Housekeeping News Conflict Myths about conflict Costs/benefits Sources of conflict Levels of conflict Resolution Next week: OD Techniques Start

2. Beliefs about conflict… Conflict is generally negative and destructive It is better to ignore small problems Recognizing conflict can make it increase Problems will work themselves out Conflict is the result of bad management There are usually single, simple causes of conflict What are your associations to the word, “conflict ” ? Assoc & beliefs

3. The Cost of Conflict Over 65% of performance problems result from strained relationships rather than skill or motivation problems The amount of managerial time spent dealing with conflict was 30% in 1976 and 42% in 1996 Amount of time wasted during conflict can be as high as 50% of gross salary, defending, avoiding & venting Chronic unresolved conflict is a decisive factor in 50% of people leaving, and 90% of involuntary terminations Projected costs should include estimates of wasted time, reduced decision quality, loss of skilled employees, restructuring, sabotage, lowered motivation, lost work time, and health costs, loss of innovation & initiative. Cost of conflict

4. When it really gets bad… In 1994 18 million cases were filed in US courts at a cost of $300 billion 20% of Fortune 500 executives’ time is spent on litigation related activities Average cost is $80,ooo per case for wrongful discharge and employment related suits Cost cont’d

5. Outcomes of Conflict: The Good, Bad and Ugly clarify important issues & concerns abilities and potentials surface motivate people to do better provide creative, constructive, innovative ideas stimulate energy require new decisions & rules generate changes to prevent future disputes facilitate understanding of people & problem increase trust and improve relationships The good… consumes time & energy takes people away from primary tasks promotion of self interest at expense of organization stress induced illness lower morale, sabotage, polarization, job dissatisfaction, loss of productivity, apathy, etc. and the Bad & Ugly… Good bad ugly

6. Wehr’s Conflict Map Hocker & Wilmot Conflict Assessment Guide Thomas Kilmann Conflict Mode Instrument Instruments

7. Thomas-Kilmann Conflict Mode Instrument: 5 styles of conflict Thomas Kilmann

8. Conflict rises

9. Teambuilding & conflict style awareness Types of conflict Level of conflict Your styles Interaction of styles Implications of styles Plan for dealing with conflict Data Interests Structural Values Relationships Problem to solve Disagreement Contest Fight/flight intractable What you need to know Conflict Management Skills Need to know

10. sources

11. Mkt vs Mfg

12. Power types

13. Filtered info

14. Hor. power

15. Org politics outcomes

16. Rational/political org

17. Power base use

18. Resolution options

19. Option spectrum

20. Steps to resolve

21. Steps to resolve2

22. Level 1

23. Level 2

24. Level 3

25. Level 4

26. Level 5

27. Conflict continuum

28. Resolution 1

29. Resolution 2

30. Resolution 3

31. Negot strategies

32. Conflict Analysis Concisely describe the conflict situation (who, what, sources of conflict, stage, symptoms, etc.) Describe the dynamics of the situation that enabled the conflict to emerge and prevented it from resolution (history, norms, stakeholders, crises, etc.) Identify what efforts toward resolution were attempted (what worked and didn’t, why?) What would you recommend (do what, with whom, your rationale) Team task